Organizational Behavior Chapter 2

<p>The contributions of employees to the bottom line (D)</p> Signup and view all the answers

<p>Absence (C)</p> Signup and view all the answers

<p>Psychological and physical withdrawal (C)</p> Signup and view all the answers

<p>A decrease in financial performance by up to 26% (B)</p> Signup and view all the answers

<p>Offering flexible work arrangements (C)</p> Signup and view all the answers

<p>Arriving late to work (A)</p> Signup and view all the answers

<p>An honest and accurate description of the job, including both positive and negative aspects (B)</p> Signup and view all the answers

<p>External events or unexpected situations can trigger employees to leave their jobs (C)</p> Signup and view all the answers

<p>To avoid work responsibilities by engaging in non-work-related activities online (A)</p> Signup and view all the answers

<p>Property Oriented (A)</p> Signup and view all the answers

<p>A colleague constantly interrupting someone during meetings (B)</p> Signup and view all the answers

<p>Higher rates of employee retention (C)</p> Signup and view all the answers

<p>There is no single explanation for why employees quit (C)</p> Signup and view all the answers

<p>Increased levels of psychological distress and anxiety (B)</p> Signup and view all the answers

<p>Lower levels of creativity and innovation (B)</p> Signup and view all the answers

<p>Increased emotional exhaustion (C)</p> Signup and view all the answers

<p>Increased inventory theft (B)</p> Signup and view all the answers

<p>$14,000 (B)</p> Signup and view all the answers

<p>By increasing employee motivation and providing employees with critical skills, knowledge, and abilities. (D)</p> Signup and view all the answers

<p>Take an honest look in the mirror and assess if they are also guilty of incivility (A)</p> Signup and view all the answers

<p>20% (D)</p> Signup and view all the answers

<p>Taking an honest look in the mirror and considering if you are also guilty of incivility (B)</p> Signup and view all the answers

<p>Workplace incivility has a range of negative consequences for individuals, teams, and organizations (B)</p> Signup and view all the answers

<p>The significance of a firm's unique resources and capabilities. (D)</p> Signup and view all the answers

<p>It is difficult for competitors to imitate and substitute. (D)</p> Signup and view all the answers

<p>Profitability (B)</p> Signup and view all the answers

<p>To leverage their firm-specific human capital and reap benefits from the high-performance work practices. (B)</p> Signup and view all the answers

<p>15% (B)</p> Signup and view all the answers

<p>They are influenced by other factors like leadership, organizational culture, and employee skills. (A)</p> Signup and view all the answers

<p>Organizational Citizenship Behaviors (C)</p> Signup and view all the answers

<p>Leadership (A)</p> Signup and view all the answers

<p>Conscientiousness (B)</p> Signup and view all the answers

<p>By showing consideration for how one's actions impact others. (C)</p> Signup and view all the answers

<p>OCBs are strongly linked to individual task performance, departmental performance, and organizational profitability. (B)</p> Signup and view all the answers

<p>Effectiveness focuses on achieving the desired outcome, while efficiency focuses on the resources used to achieve it. (B)</p> Signup and view all the answers

<p>Taking initiative to improve company policies and procedures. (C)</p> Signup and view all the answers

<p>Task performance is directly related to specific job duties, while contextual performance encompasses behaviors that support the organization beyond those duties. (A)</p> Signup and view all the answers

<p>Taking breaks as scheduled by the organization (D)</p> Signup and view all the answers

<p>To promote a positive and supportive work environment (B)</p> Signup and view all the answers

<p>Compliance (D)</p> Signup and view all the answers

<p>Going above and beyond the usual job requirements (C)</p> Signup and view all the answers

<p>Understanding and managing work attitudes (C)</p> Signup and view all the answers

<p>By minimizing conflicts and misunderstandings among colleagues (D)</p> Signup and view all the answers

<p>A team member expressing belief in the team’s ability to achieve its goals (C)</p> Signup and view all the answers

<p>Civic virtue emphasizes participation in governance, while conscientiousness focuses on job performance (C)</p> Signup and view all the answers

Factors in research that affect outcomes.

Effectively completing essential job functions.

Employee behaviors that enhance organizational effectiveness beyond core tasks.

Effectiveness is the results achieved; efficiency is the resources used to achieve those results.

Behaviors that go beyond job duties, like volunteering or helping colleagues.

Helping a specific individual in the organization with tasks or problems.

Responsible participation in an organization's political life.

Includes altruism, civic virtue, conscientiousness, courtesy, and sportsmanship.

People are crucial for achieving organizational success and effectiveness.

Organizations gain an edge through unique resources, particularly human capital.

Strategies like incentives and training that enhance organizational performance.

Critical attributes employees must possess to perform effectively.

Retaining experienced employees enhances growth and performance.

A strategic approach that emphasizes the importance of unique resources for competition.

Important outcomes in OB include performance, engagement, and healthy workplaces.

Work environments that foster employee well-being and engagement.

Employee behavior exceeding role requirements like attendance and policy adherence.

Showing consideration by notifying others affected by decisions.

Willingness to tolerate minor issues without complaints.

Belief in the ability to perform successfully as a group.

High-quality information exchange among team members.

Shared commitment and unity among team members.

Evaluations affecting feelings and beliefs about one’s job.

Companies that are environmentally and socially responsible perform better financially.

A tool used to measure overall organizational performance beyond financials.

Negative behaviors that undermine organizational success and productivity.

Negative views and actions that harm an organization.

Actions where employees avoid or leave their work situations.

Voluntary turnover is employee-initiated; involuntary is employer-initiated.

Strategies include pay equity, boss relationships, and skill challenges.

Accurate descriptions of a job's positive and negative aspects for applicants.

Using RJPs leads to higher job acceptance and lower turnover rates.

The theory that turnover happens due to organizational shocks over time.

An unplanned decision to leave a job after a significant organizational shock.

Using the internet for personal activities during work hours.

Intentional acts by employees that harm the organization’s interests.

Includes production, politically, property, and personally oriented behaviors.

Low-intensity, ambiguous behaviors that are disrespectful at work.

Incivility costs firms $14,000 per employee annually.

These include increased emotional exhaustion and reduced optimism due to incivility.

A feeling of being drained emotionally from experiencing negative workplace behavior.

Includes retaliatory behavior and increased turnover intentions from workplace incivility.

Organizations face higher costs due to employees leaving because of incivility.

These refer to project delays and decreased consumer loyalty due to workplace incivility.

Feeling of anxiety and distress resulting from a toxic work environment.

It's vital to self-reflect and avoid escalating workplace incivility.